This paper studies the mediating role of inclusion in the relationship between workforce
diversity and employee relations outcomes, focusing on African organisations, particularly in
Nigeria. Drawing on organisational justice theory, social exchange theory, and social identity
theory, the paper develops a conceptual framework to examine how inclusion fosters
belonging, fairness, reciprocity, and employee voice, thereby realising the relational potential
of diversity. Inclusive HRM systems and participatory structures are identified as essential